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Recruitment Alert : Tunisia Partner You will be responsible for your own portfolio, delivering consultancy services for clients, building a suite of projects and initiatives, and collaborating with partners across the business to leverage our collective strength and experience. You will deepen your existing influential relationships with governments, donors, the private sector and civil society, spearheading the application of Expectation State’s model in your market, for your market. We work hard to be much more than a consultancy company, advocating for changes in how governments, the private sector and donors operate, for the ultimate goal of more inclusive states, economies and communities. We want our collective opinions to shape how we deliver for our counterparts. https://lnkd.in/eRNMRM-R #jobsearch #careeropportunities #hiringnow #jobopening #nowhiring #jobseekers #careersearch #jobhunt #jobalert #employmentopportunities #jobposting #careerdevelopment #professionalopportunity #careeradvice #jobapplication #JobSeekerWednesday #gethired #jobtips #careerfair #jobseekeradvice

#hiring People Director, Dublin, Ireland, fulltime #jobs #jobseekers #careers #Dublinjobs #Dublinjobs #HRRecruitment Apply: https://lnkd.in/d6sPRxFW Concern Worldwide People Director Frazer Jones' services have been retained by Concern Worldwide to secure talent for the role of People Director. Concern strives for a world free from poverty, fear and oppression. Established in 1968, Concern is a non-profit, non-governmental humanitarian organisation, dedicated to the reduction of suffering and the ultimate elimination of extreme poverty in the world's poorest countries. With a head office in Dublin, Ireland and support offices in Kenya, Korea, the United Kingdom and the USA, Concern targets programs in fragile and conflict-affected contexts. It employs approximately 4,000 people across the globe and currently operates in 26 program countries. As People Director, you will lead a highly effective people team to ensure the organisation has the culture and talent to deliver on its mission at a time when the combination of conflict and climate change has greatly intensified the severity and complexity of the contexts in which their people work. The People Director will drive the organisation's People Strategy, providing strong overall management to the people function. You will be a member of the senior management team, the group charged with the global leadership of the organisation. Responsibilities include: As part of the senior management team, contribute to the development of the organisation's overall strategic direction and decision-making processes.Lead the People Directorate as the organisation responds to changing work patterns globally and evolves its international and national structures including supporting subsequent change management processes. In delivering the People Strategy, foster a culture of accountability, continuous improvement and measurement of impact, supported by people analytics and data driven decision making. Reinforce and model, in line with organisation policies, a culture that prioritises providing all employees with a safe, respectful, and supportive workplace, one that fosters diversity, empathy, inclusiveness and a sense of belonging, where each individual feels valued and protected from any harm, and able to deliver their very best work in support of Concern's mission. Operate critical enabling functions e.g., recruitment, employee relations, compensation and benefits and data recording and analysis in line with best practice and legal compliance. Direct Succession Planning and Talent Development, Performance Development across the organisation. Oversee Learning and Organisation Development initiatives. Work holistically with other functions to manage risk and position and enable the organisation to work in both development and emergency contexts. In line with best practice, continue to support the development of wellbeing initiatives that improve capa

Breaking down big concepts like #shiftthepower and #equitabledevelopment into concrete and specific actions. That's what we do. Check out our Kim Kucinskas and Ishbel McWha-Hermann from FairPay as they make Equitable Compensation something we can all understand and apply.

According to Gallup 2023 survey, 70% of all employees in Southern Africa are actively looking for new employment, which is just slightly higher than the global stats - it means that our employment engagement strategies and our focus on values are not working. Why? Because humans can sense the BS. If the enviornment they are in is not allowing them to be fully human, then no matter what you say, it will make no difference - they will leave. Which is expensive. Perhaps now is the time to actively change our organisations, seeing them as living systems, embedded within living ecosystems, rather than assuming people are resources, or cogs within a machine that generates wealth for stakeholders, to see them as valuable parts of a community of being that works together for a purpose. Sometimes that purpose is sales, sometimes it is healthcare. POV: Something has to give - our system of doing is not working. #regenerative #complexlivingsystems #humanbasedleader #regenerativeleadership #vuseleladavis

Impact sourcing, including outsourcing contact centres, in South Africa is pivotal for various reasons: 1. Job Creation: Impact sourcing addresses significant unemployment challenges, particularly among young people, by providing job opportunities, especially in underserved communities or among marginalised groups. 2. Economic Development: By creating employment opportunities, impact sourcing contributes to economic development by boosting household incomes and stimulating local economies. 3. Social Inclusion: Impact sourcing often targets individuals facing barriers to traditional employment, such as those with disabilities or from disadvantaged backgrounds, promoting social inclusion and reducing inequality. 4. Skill Development: Impact sourcing programmes frequently offer training and skill development, equipping workers with valuable skills that enhance their employability and contribute to long-term career advancement. 5. Global Competitiveness: By utilising the diverse talent pool in South Africa, impact sourcing enhances the country’s competitiveness in the global marketplace, particularly in industries like IT and business process outsourcing. Overall, impact sourcing in South Africa has the potential to drive inclusive growth, empower communities, and contribute to sustainable development. Our Client Partnership Director Janine Hunt comments "Through impact sourcing, including the vital role of outsourcing contact centres, South Africa unlocks opportunities for job creation, economic empowerment, and social inclusion. Embracing diversity and investing in skills development, we foster inclusive growth, global competitiveness, and a brighter future for all." #impactsourcing #southafrica

We are happy to help talented professionals across New Zealand secure their ideal roles in the Government sector. 🤝 Did you know that Beyond Recruitment is one of the few agencies that has long-standing relationships with many government departments? 🙌 We have a broad range of roles that fall into the Government & Policy white-collar sectors. Explore more about the roles today. ⬇️ https://lnkd.in/dvCBpnNa #GovernmentJobs #PolicyRoles #GovernmentandPolicy #HiringNow

🤔 Exploring the Challenges Behind the Lack of Professionalism in Botswana's Government Offices: In recent observations, it's evident that some government offices in Botswana are grappling with a lack of professionalism. Identifying the root causes is essential for initiating meaningful change. Here are some factors contributing to this issue: 1. **Limited Training Opportunities:** A shortage of comprehensive training programs may leave employees without the necessary skills and knowledge to navigate the complexities of their roles professionally. 2. **Inadequate Recruitment Processes:** If recruitment processes lack transparency and are not merit-based, it can lead to the placement of individuals who may not possess the qualifications or mindset necessary for maintaining professionalism. 3. **Cultural Influences:** Cultural factors within the workplace can sometimes play a role. If there's a prevailing culture that tolerates unprofessional behavior or lacks a focus on customer service, it can be challenging to instill professionalism. 4. **Lack of Clear Codes of Conduct:** Absence of clear and enforceable codes of conduct can contribute to ambiguity about expected professional behavior, leaving room for lapses. 5. **Leadership Challenges:** Weak leadership that fails to exemplify professionalism can have a cascading effect on the entire organization. Strong leadership is crucial for fostering a culture of accountability and professionalism. 6. **Insufficient Resources:** Inadequate resources, whether in terms of staffing, technology, or budget, can strain government offices, leading to stress and potentially compromising professionalism. Addressing these challenges requires a multi-faceted approach, involving investments in training, transparent recruitment, cultural shifts, and robust leadership. Let's collectively work towards a more professional and effective government for the benefit of Botswana and its citizens. 🌍🇧🇼 #BotswanaGovernment #ProfessionalismChallenges #passionatesocialworker

As we commemorate International Labour Day 2024, the theme of this year, #Ensuring #Safety and #Health at Work in a #Changing #Climate" gains particular relevance in the context of Kenya, where the recent rains have profoundly impacted the lives and livelihoods of its people. Leaders and HR professionals in Kenya are tasked with an urgent mandate to safeguard their teams amidst these daunting climate challenges. Here is a focused call to action: #Leaderscan: #Enhance Risk Assessment and Mitigation: Conduct in-depth risk assessments to identify potential climate-related hazards intensified by the current weather patterns. This includes addressing the impacts of heavy rainfall that disrupted infrastructure, which continues to threaten both #safety and #productivity of the kenyan #workforce. #Strengthen Resilience: Adapt your strategies to withstand these adverse conditions. Upgrading facility infrastructures to withstand floods, developing comprehensive emergency response plans, and integrating sustainable practices are critical steps in building resilience. #Promote a Safety-First Culture: Foster a workplace culture that emphasizes safety, supports open communication, encourages employee training, and streamlines incident reporting. Enable employees to express concerns and contribute to safety solutions actively. #HRProfessionalscan: #Update HR Policies for Climate Awareness: Revise your policies to better manage risks associated with severe weather conditions. Policies should support flexible work arrangements, detailed emergency preparedness protocols, and enhanced mental health support. #Facilitate Training and Education: Prepare your workforce to cope with the challenges posed by the changing climate, especially in light of the current rains. Training should cover flood safety measures, swift emergency responses, and the importance of proactive environmental hazard reporting. #Support #Employee #Well-being: Acknowledge the strain that extreme weather can impose on mental health. Provide robust employee assistance programs, mental health resources, and flexible working conditions to help staff navigate these stresses. By taking these proactive steps, industry leaders and HR professionals in Kenya can help create #safer and #healthier workplaces that are better equipped to deal with the realities of #climatechange. This not only protects employees but also contributes to building a more resilient and sustainable workforce. Happy Labour Day in Kenya, I send you all my heartfelt wishes. Today, I honor the resilience and contributions of Kenyan workers. Institute of Human Resource Management (IHRM Kenya) #InternationalLabourDay #ClimateChange #WorkplaceSafety #Kenya